DESIGNING & IMPLEMENTING PAY PLANS. Rural Districts

Transcription

1 DESIGNING & IMPLEMENTING PAY PLANS Rural Districts

2 What is Strategic Compensation? The strategic alignment of desired organizational goals and compensation

3 Principles Defined by TDOE No current employed teacher will earn less under new salary plans. Districts may reward teachers for performance based on state board approved evaluation criteria. Districts may reward teachers who teach in high needs school or high needs subject areas.

4 Principles continued Districts may choose to give additional compensation to teachers who take on additional instructional responsibilities (i.e. teacher mentors, instructional coaches). Districts may choose to adopt alternative salary schedules in order to meet requirements of the differentiated pay policy.

5 Important Distributing all new revenue solely for training and experience does not meet the requirements of differentiated pay. Questions and Concerns?

6 10 Lessons Learned by BFK 1. Strategy is key. 2. Strategic compensation is NOT the fix-all solution: Must be integrated solution. 3. There is no one best model. 4. A plan imposed, is a plan opposed. 5. If you had only asked

7 10 Lessons Learned by BFK 6. Think sustainability 7. Use Multiple measures: Evaluation process 8. Learn from the past. 9. Be fair 10. Constant, open communications.

8 Cultivate the soil Educate Collect and use feedback Design Model Test Model Revise & Finalize Sustainable Fair Working Salary Plan Have a basic understanding of why Continuous Communication: Create Transparency & Build Trust

9 Points to Consider for Sustainability Amount of money required for step and level raises Amount of money spent in budget for additional instructional duties Amounts identified key to sustainability If no additional funding is to be used.

10 Design Considerations What stakeholders do you want to involve in the design? How much time is available for stakeholders? Can district level design plan and then be reviewed by stakeholders? Do you want to keep existing salary schedule intact?

11 Design Considerations Do you want to limit the type of advanced degrees? Do you want to revisit existing instructional duties to strategically align with district plan? Will your board support not giving some teachers a step increase? Level I & II Can we extend our salary schedule to include more options for growth without increase current limits?

12 Johnson County, Tennessee Background: Small Appalachian Rural School District (2400 students) in Mountain City, TN New to Strategic Compensation, received a TIF grant Built by a collaborative team led by the teacher association (facilitated by BFK) Part 1 Starting Pay 1 Starting Pay Evaluation Index Score = 50% (Observation) + 35% (TVAAS) + 15% (Other Measures) 2 Base Increase Chart Evaluation Score % Increase Part 2 Base Increases Part 3 Bonuses Current Staff: Opt In/Opt Out Opt In Staff: Current Pay Opt Out Staff: Step & Level New Staff: All participating (No Opt-in/Optout decision) From 5.00 to From 4.73 to From 4.47 to From 4.20 to From 3.94 to From 3.67 to From 3.40 to From 3.14 to

13 Johnson County, Tennessee 3 Who is eligible? All employees who opt-in and their job title/function puts them into a position category below. Position School Effect Level 4 School Effect Level 5 Principal $1000 $2000 Assistant Principal $750 $1500 Position Teacher Effect L 4 Teacher Effect L 5 TCAP Teacher with Value-Added $500 $1000 EOC/AYP or EOC Teacher with Value-Added $500 $1000 EXAMPLE BASE INCREASES NAME Starting Base Pay Year 1 Eval Score Year 1 % increase Year 2 Base Pay Year 2 Eval Score Year 2 % Increase Year 3 Base Pay Year 3 Eval Score Year 3 % increase Year 4 Base Pay Bob $38, % $38, % $38, % $39,450 Tyrell $38, % $38, % $39, % $40,031 Jolie $38, % $39, % $40, % $41,223 Heather $38, % $38, % $38, % $38,000

14 Sample Extended Salary Schedule:

15 How fast will teachers move each year? Level 1 and 2 Teachers Level 3 Teachers Level 4 Teachers Level 5 Teachers No Step Increase 2 Steps 3 Steps 4 Steps Steps I/BS II/MEd III/M+ IV/EdS V/EdD 9 37, , , ,159 $ per step Teacher begins year at step 9 with Master s: 37, They end the year Level 4 Teacher 3 Step increase: 38, Raise

16 Other Factors Directors can adjust categories from degree level to categories listed as 1-5. Districts have the ability to begin to develop menus for each category as well as leave degrees if desired. Bachelors Masters Masters + 30 Educational Specialist Educational Doctorate (Category) I II III IV V

17 Next Steps: Current Culture No step increase for Level I & II Basic understanding Comfort w/level I & II Teacher Understanding Level I & II? Community: Politics 101

18 Additional thoughts: The extended schedule could be used along with additional roles and responsibilities. Rough financial estimates: Total number of each performance level from TEAM composite score. Compare those estimated increases with the current step increases Compensation limits could developed over time increments to ensure sustainability.

19 Timeline August-December 2013 August-September 2013 Action Phase 1 Cohort : Accelerated planning cohort sessions Regional sessions: Communications and awareness/engagement sessions October 2013 Phase 2 Cohort : Statewide planning support session 1 November 2013 Phase 2 Cohort: Statewide planning support session 2 Share accelerated cohort planning documents and resources December 2013/January 2014 Phase 2 Cohort: Statewide planning support session 3 February 2014 Phase 2 Cohort: Statewide planning support session 4 February 28, 2014 March-April 2014 Ongoing Differentiated pay plans submitted Differentiated pay plans approval notification Implementation support